Equality, Diversity and Inclusion Policy
The D Foundation is committed to encouraging equality, diversity and inclusion (EDI) among our workforce and eliminating unlawful discrimination. The aim is for our workforce, volunteers and learners to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.
We positively encourage all organisations in our supply chain to promote EDI throughout their workforce and respective supply chains.
The policy’s purpose is to:
• provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
• not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex (gender) and sexual orientation
• oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities
Commitment to Policy
The organisation commits to:
• encourage equality and diversity in the workplace as they are good practice and make business sense
• create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued
• This commitment includes training managers and all other employees about their rights and responsibilities under the equality policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination
• All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public
Bullying, harassment and victimisation
All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.
We take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, volunteers and learners, during the organisation’s work activities.
Such acts will be dealt with as misconduct under the grievance and/or disciplinary procedures, and any appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
Sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence. This is also covered within our Safeguarding Policy.
If an employee feels they have been subject to discrimination in employment, which is in direct conflict with our commitment to equality of opportunity, they should raise this with a Director.
Recruitment and Training
We make opportunities for training, development and progression available to all staff and volunteers, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
Decisions relating to staff opportunities and progression will be based on merit.
We review employment practices and procedures when necessary to ensure fairness, and update them to take account of changes in HR and employment law.
We monitor the diversity of our workforce recognising Protected Characteristics and collating information such as age, gender(s), ethnicity, sexual orientation, religion or belief, and disability in encouraging equality and diversity, and in meeting the aims and commitments set out in our policy.
Roles and responsibilities
The D Foundation is committed to promoting equality for all and the ultimate responsibility is taken by the Directors.
All employees have a responsibility to treat others with dignity and respect. If an employee is found to have acted in a deliberately discriminatory manner, appropriate disciplinary procedures will apply.
All employees, volunteers and learners will be informed of the EDI policy in operation and are bound to comply and promote its requirements.
This policy will also be drawn to the attention of funding agencies, stakeholders and job applicants though appropriate communication channels.
It is expected that when staff are representing The D Foundation, they will ensure that equality and diversity principles and practices are adhered to.
Monitoring and Evaluation
The D Foundation will regularly evaluate its services and the effectiveness of its EDI policy.
This document will be reviewed annually or whenever there is a change in statutory law or best practice.